Head- People and Culture

1. Define and drive organization’s talent acquisition and development strategy
2. Lead end to end HRIS management systems ensuring consistency, accuracy and speed across hiring for all roles and functions
3. Actively lead partnership with senior leadership and hiring managers to forecast talent needs, hiring and selection planning
4. Own a 360 degree stakeholder experience (hiring teams and candidates) through a strong communication framework and process rigour
5. Present and provide data driven insights to inform leadership the hiring decisions and growth planning

People Operations

1. Oversee and strengthen people operations systems and policies, ensuring they are adaptable and scalable
2. Provide strategic oversight on payroll, compliance, and governance in collaboration with finance and external partners
3. Ensure robust adherence to statutory requirements, including POSH and labor laws, while maintaining high standards of governance
4. Design, institutionalize and serve as a point of contact for employee relations, conflict resolution, and grievance management
5. Drive operational excellence through strong documentation practices and real-time people data management systems.

Performance Management

1. Design and institutionalize a performance management framework aligned with organizational goals and culture
2. Ensure clarity and consistency in KRAs and KPIs across teams, enabling accountability and performance tracking
3. Lead performance review cycles (mid-year and annual), ensuring fairness, rigor, and alignment with organizational priorities
4. Continuously evolve performance systems by introducing innovative, context relevant practices
5. Enable managers and teams with tools, frameworks, and guidance to drive a strong feedback and performance culture

HRMS and People Analytics

1. Provide strategic oversight on HRMS and people systems to ensure organizational efficiency
2. Lead the adoption and optimization of digital platforms for people operations and project management
3. Leverage people analytics to generate insights on workforce trends, performance, and engagement, informing leadership decisions.
4. Establish structured reporting systems and dashboards to strengthen data-driven decision-making across the organization

People Engagement and Team Development

1. Partner closely with senior leadership to design and build inclusive, people-centric organizational structures, policies, and practices
2. Drive organizational development initiatives, including team effectiveness, yearly team engagements, culture building, and change management
3. Support leadership in talent development, succession planning, and building second line leadership
4. Represent SArC’s People & Culture function in external forums, contributing to sectoral conversations and learning
5. Enable alignment across program and non-program teams through strong collaboration frameworks and engagement strategies

• Has a strong and relevant experience of 5-6 years in core People & Culture / HR
• Master’s degree in Human Resources, Psychology, Organizational Development, or a related field preferred
• Strong ability to design and implement structured people processes in a fast growing organization
• Ability to facilitate organization-wide communication, team updates, and engagement spaces
• Experience managing people operations and communication in a remote or distributed team environment
• Strong experience working within the development and impact sector
• Familiarity with data-driven HR practices such as employee analytics, engagement metrics, or retention analysis
• Experience in managing a small team (1-2 team members) is a highly desirable

• A demonstrated experience in drafting and implementing organizational policies, processes, and communication
• Has hands-on experience with tools such as Keka, SlackPro, Google Workspace (G-Suite), and HRIS platforms
• Experience working closely with cross-functional teams and leadership to support decision-making
• Experience designing and managing people engagement surveys such as Great Place to Work or internal culture surveys